model performance appraisal form (word version)… · web view · 2011-09-01assessing employee...

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MODEL PERFORMANCE APPRAISAL FORM

Date:

Employee:

Department: Position:

Period covered by this review: From: To:

Manager:

Purpose Of This Evaluation & Development Review

Evaluating The Past

Part I is the general evaluation OF PAST PERFORMANCE section; its focus is the past performance of the employee (the time period covered by this appraisal). Performance is evaluated on both specific and general job performance areas.

Assessing Employee Performance Potential

Part II is the DEVELOPMENT section; its focus is on job accomplishments and on how well the employee met performance goals from the previous appraisal period. The achievement of past goals and job accomplishments (or lack thereof) indicate the employee’s current strengths and development needs.

Summarizing Overall Performance

Part III is the OVERALL PERFORMANCE RATING section; its focus is on looking at each segment of the employee’s performance and reaching an overall performance rating. This section allows both the employee and the manager to make comments about both individual assessments area, as well as the overall assessment rating.

Setting Future Performance Goals

Part IV is the FUTURE GOALS section; its focus is on setting goals to be achieved before the next review, including the strategies to be implemented for the future development of the employee, as well as any corrective actions needed.

PART I — GENERAL EVALUATION OF PAST PERFORMANCE

Instructions: Select and define the job performance areas (JPAs) that are critical to the successful performance of the job. There may be only a few key ones, or as many as 10. These should be both job-specific areas and general performance areas. Tailor JPAs to your organization’s job standards and requirements. (Note: Five general JPAs are provided. You can use them as is, tailor them to your needs, or subtract and add others.)

Give each JPA a weighted percent number indicating its importance in achieving job success. Note: The total of all JPA percentages, both specific and general, must equal 100%. Next, use a rating scale (5 = highest; 1 = lowest) to rate each employee on each JPA. In order to explain the reasoning behind each specific job area rating, define the performance level required to reach each rating level. Then, multiply the JPA weight by the employee rating. (Example: Initiative weight 30% x rating 3 = points 90.) The total will give you a benchmark to evaluate and compare employees. The maximum number of points an employee can achieve with 10 JPAs is 500.

JPA Weight x Rating = Points

Specific

1.

A. Outstanding = 5 and defined as:

B. Above average = 4 and defined as:

C. Average = 3 and defined as:

D. Below average = 2 and defined as:

E. Unacceptable = 1 and defined as:

2.






JPA Weight x Rating = Points3.






4.






5.






Total for Specific JPAs:

General

For each of the five categories below, use the following rating scale:

Outstanding = 5Above average = 4Average = 3Below average = 2Unacceptable = 1

JPA Weight x Rating = Points6. Job knowledge

Defined as:

Comments:

7. Dependability

Defined as:

Comments:

8. Initiative

Defined as:

Comments:

9. Adaptability

Defined as:

Comments:

10. Cooperation

Defined as:

Comments:

Total for General JPAs: Total for Both Specific and General JPAs:

PART II — DEVELOPMENT

1. List important job accomplishments since the last performance appraisal. Each success suggests what key performance strengths?

A.

Strength(s):

B.

Strength(s):

C.

Strength(s):

D.

Strength(s):

E.

Strength(s):

Overall job accomplishment rating:

Outstanding Above Average Average Marginal Unacceptable

2. List the performance goals agreed upon at the last review. After the goal, indicate whether the employee surpassed, met, or failed to meet the goal.

A.

Surpassed Met Failed to meet

B.


C.


D.


E.


Overall achievement of performance goal rating:


Part III — Overall Performance Rating

1. Total points from both Specific and General JPAs in Part I:

Outstanding: 500-400 points

Above Average: 399-300 points

Average: 299-200 points

Marginal: 199-100 points

Unacceptable: 99 points and below

2. Overall job accomplishment rating (as indicated in Part II):


3. Overall achievement of performance goal rating (as indicated in Part II):


4. OVERALL ASSESSMENT

After reviewing both specific and general job performance areas, job accomplishments, and the achievement of past performance goals, the employee’s overall performance is rated as:


Manager comments:

Employee comments:

Part IV — Future Goals

1. For any previously agreed upon goals the employee failed to meet by this appraisal period, outline the necessary corrective actions. (If the employee is already on a performance improvement plan, insert the mandatory actions from the plan itself into the chart below.)

Failed Goal

Corrective Action

Progress Will Be

Reviewed On

Improvement Must Be Seen

By

Employee Role Manager Role

2. During the next appraisal period, the employee will aim to meet these goals.

Goal Implementation Method

Employee Role Manager Role

Manager signature: Date:

Employee signature: Date:

model performance appraisal form (word version)… · web view · 2011-09-01assessing employee...

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